Fresh Candidates Bring New And Innovative Ideas And They Have The Passion To Get Success In Life, Says Sehrish Irum, HR Manager, Vopium
Sehrish Irum: The first step on the staircase to success is ‘Definiteness of Purpose’. Develop a definite plan for its achievement, a chief aim in life. It must be backed by an active faith and persistent action towards its achievement. Develop the habit to learn from defeat and keep the mind open for guidance. Self-discipline and time management are also vital for a professionals to be successful.
Q. 2. Tell us briefly about your education and professional life?
Sehrish Irum: I have more than 5 years of Experience in HR. I am an enthusiastic, highly motivated and versatile professional with strong communication, problem solving skills, complimented by a positive “can-do” attitude.
Q. 3. What makes your company attractive and unique for the job seekers?
Sehrish Irum: Job seekers form views of organization through a variety of cues. Job candidates no longer examine just practical considerations (e.g., work hours, benefits), but also, whether the job can potentially complement their personal and social identities. We have extensive training programs coupled with the job rotation system. We are engaged in a range of product, service and project businesses across which are highly dynamic in nature. Every new day has new dimensions and calls for versatility.
Q. 4. What do you look for in a candidate during a hiring interview session? Name four key things?
Sehrish Irum: HR Manager has the responsibility to assess the individual abilities, his or her aggressiveness and other specific work requirements. By observation and questions we evaluate how the candidate works in the team environment, how the candidate leads and how the person might fit in the co-workers. Hard skills as well as soft skills are also important.
Q. 5. What are your thoughts on hiring fresh candidates in a company?
Sehrish Irum: By taking fresh graduates and inexperienced workers, the company will have to invest time and resources into training the person. The advantage is that the candidate, once trained, will have the company’s culture and way of doing business sewn to his self. In other words, the person won’t be contaminated by other companies’ cultures and skills (which may be detrimental to performance on the job).
We can mold and train fresh graduates to the company’s liking. Fresh candidates bring new and innovative ideas and they have the passion to get success in life.
Q.6. What is the scope of Human Resource Management in Pakistan? What are the challenges faced by Human Resource Management in Pakistan?
Sehrish Irum: The scope of Human Resource Management in Pakistan is bright as it is important in economic development and organizational effectiveness. Human Resource Management is concerned with enhanced productivity fully utilizing the combined talent and skills of the entire workforce of an organization.
I consider that HRM in Pakistan can be divided into three segments.
Personnel – This pertains to recruitment, training, man-power planning, posting, performance appraisal, sustaining employee morale, transfers, promotion, disbursement of wages, retirement benefits etc.
Welfare – This relates to providing proper work conditions, leave, medical facilities, canteen, rest rooms, workmen safety, social security, transport, etc.
Industrial relations – This is a highly responsible and sensitive area and includes interacting with the unions, addressing grievances, disciplinary proceedings, dispute settlement, compliance with statutory requirements etc.
HRM in Pakistan must address some of the pertinent questions with regard to human resources from a global perspective. Employees must be trained in multiculturalism and the ability to interact with foreign associates.
HRM must accept responsibility for creating revised methods of management systems as many of the fundamentals on which management policies were earlier based are now proving to be out-dated. Foreign competition and international trade in Pakistan have compelled HRM to train and reorient the employees to become more global-minded.
Q.7. how would you rate the success and importance of online recruitment firms such as ROZEE.PK? How has ROZEE.PK helped your firm regarding recruitment i.e. Have you tried any recruitment tools provided by ROZEE.PK e.g. Job Fairs/Job Postings/CV Search?
Sehrish Irum: ROZEE.PK presence here is deep-rooted. It is touching the heart and life of everyone in Pakistan. When we give an ad in the newspaper that we need some people for our company. At this point we hardly get 5-10 calls whereas on online recruitment agency websites like ROZEE.PK we can have as many people with CVs as many we want. We will be able to see the full CV, biography and everything of the job seeker. The tools provided by ROZEE.PK are really helpful in searching an appropriate candidate from any country. It saves both time and money.
Q. 8. What is your strategy on work-life balance and how do you achieve this balance yourself?
Sehrish Irum: Every role brings different obligations. Sometimes balancing work, family and lifestyle commitments are difficult and sometimes the different demands can be overwhelming and incompatible. Cultivate positive attitude, inculcate coping skills and pursue creative hobbies and interests to maintain the right balance between the work and life.
Q. 9. Do you believe that Pakistani universities are creating an effective talent pool and what is your company’s strategy to attract the best talent in Pakistan?
Sehrish Irum: Academia need to develop a strong liaison with the current industrial demands. There is a gap of communication, training, teaching methodologies and guidance from universities towards the challenging business environment. Our company strategy to attract the best talent is equal employment opportunity, nondiscriminatory policies and above all work recognition and career development and growth.
Q. 10. A large number of trained educated professionals leave Pakistan every year looking for better job opportunities abroad. In your opinion, what role can the multinational companies play in attracting the talented youth to stay in Pakistan and work for them?
Sehrish Irum: Multinational companies are enthusiastic for gaining competitive advantage over their business rivals. No doubt they are managing the talent in vigilant and effective ways.
Multinational companies are implementing integrated Talent management processes.
Talent management is of core to the vitality of the business to meet and exceed current as well as future business strategies and goals. Framework of talent management proactively anticipates and meets business talent demand which is necessary to successfully execute the business strategy. It insights into the business strategy, then accordingly develops as well as retains prior talent and attracting new talent to cope with the strategic needs in order to get best utilization out of tools and processes to deliver talent management solutions.
Q. 11. Name the most common mistakes in a job interview which prove fatal for a candidate?
Sehrish Irum: Answering what is not asked, lack of confidence and not showing why they are the best choice are most common issues.
Q. 12. What is the most important thing you need to have in order to succeed in a competitive job climate?
Sehrish Irum: Variety of career skills and dealing with crisis at work are most important in order to succeed in a competitive job climate.
Q. 13. Any good advice you want to give for the job seekers who want to enter and prosper in the professional field?
Sehrish Irum: Be passionate about what you do, because if you do not do that, you will never be able to bring out the best in yourself. And keep in mind that there is no place for second best.
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